Change is an inevitable part of life. In fact, change is what shapes us as people. Society, however, often lags behind the pace of change and is constantly playing catch-up. This is where we find the current state of the working caregiver. The role of working caregivers is increasing within our society, yet companies are still working on how best to tackle this changing landscape.

More Than Just Oat Milk

The demographic makeup of the United States is changing drastically. Be it age, religion, race, ethnicity, and so on, statistical shifts in our society are reshaping our daily lives. We often hear about and discuss these fluctuations in relation to economics and politics, while ignoring the trickle-down effects such changes will have on various groups. And caregivers are no exception. While it’s true that many of these changes—such as the increasing consumption of oat milk and the declining use of fabric softener—seem unremarkable, others will have greater, generational impacts. More than one out of six working Americans are assisting with the care of a family member or loved one, and 60% of these roughly 53 million caregivers are providing care while also trying to earn a living.

Individuals who take on caregiving responsibilities are having to do so while maintaining a 40-hour work week, too, with employed caregivers working 34.7 hours a week on average. The tension between the two full-time roles of employee and caregiver is made even more difficult without any organizational support. Since many, if not most, employers have yet to address this evolving need within the workforce, both companies and caregivers are seeing unfavorable effects.

Negative outcomes for both the employee and the organization include lost productivity, poor health and high medical costs, recruitment and retention challenges, financial anxiety, and intense competition for a shrinking talent pool. However, effects for the working caregiver can be devastating. Six out of 10 caregivers experience at least one change in their employment due to caregiving, such as reduced work hours, taking a leave of absence, receiving a warning about performance, and so on. This phenomenon—addressed or unaddressed—could cause long-term impacts to society as a whole.

So, what is a working caregiver to do?

You

“Work-life balance” is a concept that has become popular within organizational theory. Yet, this well-discussed lifestyle objective takes on unique meaning for working caregivers as the “life” portion of “work-life balance” includes the demands of caregiving, which can rival or exceed those of work. With increasing demand at both work and home, controlling the things that you can is a simple way to support your mental health and productivity, inside and outside of the workplace.

Get organized

You likely have a lot on your plate, so now isn’t the time to try to keep track of everything in your head. Create a calendar and checklists so that you and those around you have visibility to schedules, appointments and whatever else is happening. Use these organizational tools to track activities and doctor’s appointments for your family.

Keep work separate

As much as possible, try to perform caregiving duties on your own time rather than during work hours. Schedule calls and doctor’s appointments during your lunch break and do any research or reading after you’ve gone home for the day.

Have a backup plan

There may be a time when you have to leave work in a hurry. Make sure you have a co-worker or two who can step into your role if needed, and will then be able to fill you in on what you missed.

Read your employee handbook

Your company may have policies on caregivers, flexible work options, and family leave that apply to you. You may also have access to an employee assistance program which can be a helpful resource.

Your Work

It’s easy to get into the habit of internalizing all the nuances that come with being a working caregiver. However, it’s important to remember that your employer has certain obligations and accommodations that you can take advantage of when navigating your caregiver journey. However, unless your employer or supervisor/manager is aware of your home-life situation, leveraging the right organizational resources can be difficult.

Have the conversation

Bringing your personal life into the workplace can be an uncomfortable, challenging task that demands vulnerability. But if caring for a loved one is a significant part of your life, informing your superiors and/or human resources team is an essential step that could make a world of difference when balancing your career and home life.

Ask about flexible work policies: You may be able to take advantage of your company’s flexible work policy. This could look like a compressed workweek, a modified daily schedule, job-sharing and/or telecommuting. These labor formats may already be offered to employees at your place of work. If not, it might be worthwhile to discuss a flexible work option with your employer to see if there is a solution that fits your unique situation. It’s also important to note that flexible work schedules can be a point of negotiation within your benefits package when taking on a new role or position.
Make it clear that work is still a priority: If you’re changing things at work, make sure your boss knows that you have a plan for getting your tasks done in an efficient and timely manner. You can sit down with your manager to walk them through your plan of action or to create a strategy and redefine success in this phase of life. Having clear and open communication will show your employer that you’re still fully committed to the organization and your responsibilities. It’s easier for your boss to be supportive if you’re still a productive member of the team.
Don’t wait for an emergency to bring it up: If you can, discuss your circumstances with supervisors earlier rather than later. If you need to change your schedule or start telecommuting, it may take some time to make the transition.

Let your company work for you

Only 56% of caregivers report that their work supervisor is aware of their caregiving responsibilities. Unfortunately, without this shared awareness, benefit opportunities can slip through the cracks despite many organizations having policies for when life happens. Here are some guidelines and resources that are worth discussing with your manager or human resources department and may currently be available to you:

Counseling and support services: Your human resources department may offer an Employee Assistance Program (EAP) or other resources intended specifically for caregivers, like counseling and stress management.
Referrals: Your company may also offer eldercare and other referrals through an online database or live consultant. This can reduce or eliminate the time-consuming and distracting burden of researching services such as medical support and meal delivery.
Using paid time off for caregiving: Depending on your employer's policies and applicable state laws, you may be permitted or required to use accrued paid sick days or vacation leave toward time taken off for caregiving.
Understanding the Family and Medical Leave Act: The Family and Medical Leave Act (FMLA) entitles certain workers to take unpaid leave for up to 12 weeks per year without losing job security or health benefits to care for a spouse, child or parent who has a serious health condition. FMLA does not cover leave taken to care for in-laws.
- The U.S. Department of Labor's Family and Medical Leave Act Employee Guide can help you determine your eligibility.
Can’t find it? Create it: If your organization does not offer the support you need, work with the necessary parties to find solutions to your unique scenario so you can provide exceptional care without sacrificing performance at work.

Your Community

Caregiving is a community undertaking, so you’ll most likely need to look beyond yourself and your company to find your working caregiver “secret sauce,” probably something other than oat milk. Connecting with and relying on other caregivers, family members and friends can help you share resources, divide responsibilities, and talk with others facing similar circumstances.

At work

Find out if your workplace offers a support group for caregivers or, perhaps, start one yourself. You’ll be surprised by how many other individuals have caregiving duties off the clock.

In your town

Research and participate in your local caregiving community. An adult day care program or in-home nurse/caregiver could provide your loved one with socialization and structure during the day. You may also be able to find people who can cover your caregiving responsibilities if you have to work late, or you may be able to find Respite organizations that can help when you’re at a dead end or overwhelmed.

At home

Scheduling and organization apps such as My PowerPak can help you keep track of caregiving responsibilities—including delegating tasks—among family members and friends.

Online

Use websites or social apps to keep up to date on helpful resources and to interact with others facing similar lived experiences. Online options can also help you keep your community informed on your care receiver’s health status and can provide a simple avenue for seeking support as a working caregiver. Some notable options include AARP’s Online Community Caregiving forums, caregiver Facebook groups, and the My PowerPak app.

My PowerPak

The world is changing and so is the role of the working caregiver. My PowerPak aims to create a more connected and caring world by empowering people to provide extraordinary support for friends and loved ones in need. With My PowerPak’s holistic platform and awe-inspiring features, you can incorporate yourself, your workplace, and your community into your unique realization of work-life balance.

Visit our website to learn more about our mission, and how together, we can create a safe space for when life happens.

Work-Life Balance for Working Caregivers